Podcast
Questions and Answers
What defines discrimination in employment?
What defines discrimination in employment?
What does employment equity aim to achieve?
What does employment equity aim to achieve?
Which act protects employees from sexual harassment in the workplace?
Which act protects employees from sexual harassment in the workplace?
What principle does comparable worth uphold?
What principle does comparable worth uphold?
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What does WHMIS stand for?
What does WHMIS stand for?
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What is a key responsibility of human resources related to workplace safety?
What is a key responsibility of human resources related to workplace safety?
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Which of the following describes the role of material safety data sheets (MSDSs) in WHMIS?
Which of the following describes the role of material safety data sheets (MSDSs) in WHMIS?
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What is considered a bona fide occupational requirement?
What is considered a bona fide occupational requirement?
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What is the primary purpose of job analysis within HR?
What is the primary purpose of job analysis within HR?
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Which of the following best describes recruitment in the context of HR?
Which of the following best describes recruitment in the context of HR?
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What is an essential component of the employee selection process?
What is an essential component of the employee selection process?
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Performance appraisals are primarily used for which purpose in HR?
Performance appraisals are primarily used for which purpose in HR?
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In which way does effective HR management contribute to organizational success?
In which way does effective HR management contribute to organizational success?
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Which aspect of HR is primarily concerned with workplace health and safety?
Which aspect of HR is primarily concerned with workplace health and safety?
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Which HR function is closely related to ensuring employee retention and work-life balance?
Which HR function is closely related to ensuring employee retention and work-life balance?
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What is the key focus of developing a quality workforce in HR?
What is the key focus of developing a quality workforce in HR?
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What is the primary purpose of job analysis in organizations?
What is the primary purpose of job analysis in organizations?
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Which of the following best describes a job specification?
Which of the following best describes a job specification?
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What is a key step in the recruitment process?
What is a key step in the recruitment process?
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Which recruitment method primarily seeks candidates from within the organization?
Which recruitment method primarily seeks candidates from within the organization?
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What distinguishes realistic job previews from traditional recruitment methods?
What distinguishes realistic job previews from traditional recruitment methods?
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What role do job descriptions play in an organization?
What role do job descriptions play in an organization?
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Which of the following is not a part of the recruitment activities?
Which of the following is not a part of the recruitment activities?
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What does job analysis help determine regarding a position?
What does job analysis help determine regarding a position?
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Study Notes
Human Resources (BOH4M)
- This course covers the fundamentals of human resources management.
- Part 1 of 3 focuses on managing HR until training.
Success Criteria
- Students will explain the purpose of HR and identify its various functions.
- Students will differentiate between job titles, descriptions, and specifications.
- Students will construct appropriate and effective interview questions.
H.R. and the Organization
- No further details provided for this section.
Be Nice to HR!!!
- A general encouragement to appreciate the importance of HR departments.
Discuss
- Students will discuss the role and responsibilities of HR.
- A discussion on what HR does and who they are.
Human Resources
- Human Resources is a combination of people and assets of value.
- Businesses have HR departments to manage the many aspects of their workforce.
- Employees represent a valuable resource for organizations.
What Does HR Do?
- HR handles job analysis (determining job requirements).
- HR manages recruitment and selection.
- HR covers training and development.
- Compensation (pay) administration is part of HR.
- Performance appraisals (employee evaluation) fall under HR.
- Labour relations (union negotiations) is handled by HR.
- Workplace health and safety (safety policies) is part of HR.
Study Question 1: Why do people make the difference?
- Human capital is essential for organizations' long-term success.
- Organizations perform better when they treat employees well.
- Human resources are vital to organizational success—or failure.
Everything Falls into 3 Categories
- HR responsibilities fall into three categories:
- Attracting a quality workforce (planning, recruiting, selecting).
- Developing a quality workforce (training, development, performance review).
- Maintaining a quality workforce (career development, work-life balance, compensation, benefits, employee retention, labour relations).
Legal Issues in H.R.
- No specific details provided for this section.
Study Question 2: What is strategic human resource management?
- Discrimination in employment occurs when someone is denied a job due to factors irrelevant to job requirements.
- Employment equity (in Canada) aims to give preference to certain groups (Aboriginals, women, visible minorities, people with disabilities).
- Bona fide occupational requirements are justified employment criteria based on job performance needs.
Current legal issues in HR management
- Sexual harassment involves unwanted sexual conduct.
- The Canadian Human Rights Act and Canada Labour Code protect employees from workplace sexual harassment.
Additional legal issues in HR management
- Comparable worth means that people doing similar work should receive comparable pay.
- Part-time and contract work are becoming more common.
Workplace Health and Safety
- HR is responsible for overseeing workplace safety policies and procedures.
- Examples of related issues are employee injuries, stress, and unsafe work environments.
WHMIS
- WHMIS (Workplace Hazardous Materials Information System) is Canada's national standard for hazard communication in the workplace.
- It includes instructions, safety data sheets, and employee safety training programs.
Workplace Safety Videos
- A discussion about workplace safety videos is included.
- This is followed by discussion questions about the videos.
JOB ANALYSIS
- Job analysis is the foundation for human resources planning
- Job analysis is a systematic study of job tasks and requirements.
- Results specify what the job involves and needed skills for each position
Job Descriptions
- Job descriptions detail the job tasks.
- Example: Describing a counter server's duties (e.g., greeting customers, handling cash, inventory)
Job Specifications
- Job specifications outline the skills and qualifications required for the position.
- Example: A counter server may need high school diploma, experience, and ability to lift weight.
RECRUITMENT AND SELECTION
- No further details provided for this section.
Recruitment
- Recruitment is the process of attracting qualified job applicants.
- Recruitment steps include advertising job openings, contacting potential applicants, and evaluating qualifications.
Recruitment methods
- External recruitment sources look outside the company.
- Internal recruitment sources look inside the company.
- Traditional recruitment often only highlights positive aspects.
- Realistic job previews provide complete information to applicants.
Discussion - Small Groups
- A scenario (principal position opening) is used for a recruitment discussion.
- Students discuss internal and external recruitment strategies.
Interviewing
- Two major interview types exist: structured and unstructured.
- Structured interviews utilize standardized questions to minimize bias.
- Unstructured interviews use varied questions that lead to more natural interaction, but can be biased.
Interview Memes
- No further details provided for this section.
Interviewing – Questions to Ask
- Interview questions should be relevant to the job and not easily answerable from a resume.
- Questions may test aptitude and analyze a candidate's thought process.
Ask questions that allow you to get to know a person
- Questions should focus on personality and work attitudes (fit for the organization)
- Fit for the specific job (person-job).
Avoiding asking questions that you can find answers to on a resume
- No further details provided for this section.
Questions that you are not allowed to ask
- Employers cannot ask about age, marital status, personal questions or other protected information.
- This list includes details about disabilities, criminal records, or affiliations.
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Description
Explore the fundamentals of human resources management in this engaging quiz tailored for BOH4M students. Part 1 of 3 covers the purpose of HR, its functions, and effective interview question creation. Discover the vital role HR plays in organizations and discuss its responsibilities.